The Pros and Cons of Recruiting Through Social Media

Pros and cons of recruiting through social media
Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
June 6, 2023

It’s tempting to rely on social media for your hiring needs. Chances are, you have an active account on several social and professional platforms. You’re already connected to a broad audience, and you can use social media to get a first look at potential candidates. However, recruiting solely through online networks has its drawbacks as well. It’s one of the reasons why That’s Good HR takes a personal approach to staffing.

Let’s look at the pros and cons of recruiting through social media.

Social media recruiting advantages

When it comes to finding the right person for the job, social media can generate quick leads. According to Zippia research, 84% of organizations recruit via social media. Some of the advantages can seem obvious:

  • Job listings can be posted quickly.
  • Recruiting may not carry an initial cost.
  • Social media can act as a referral service when someone within your network shares your listing.
  • Your opening may reach passive jobseekers who aren’t actively searching for a new position.

Social media recruiting disadvantages

But just as every coin has a flip side, social media recruiting has its drawbacks as well. Social media may not be an effective tool for finding the best candidates, and here’s why:

Online profiles can be unreliable

It can be tempting to peek at a candidate’s social media presence before you start the interview process. Let’s face it. You don’t always get the full picture from someone’s sanitized and polished profile. You may miss out on pertinent information if someone hasn’t updated their profile in a while. Additionally, you could be scrutinizing the wrong person – lots of people have similar names and can show up in a quick online search.

You may be limited by character constraints

Social media has been designed for quick check-ins and conversations. Some channels limit how much you can say or share in a post. Although you may be able to add a link to your job listing, you can’t guarantee that candidates are going to click on it.

Your message doesn’t always reach the right audience

Social media channels have spent a lot of time and research deciding which posts show up at the top of your feed and which get buried under the avalanche of baby announcements and lunch descriptions. Even if you set your profile to public, you cannot guarantee that your job listings connect with the best candidates.

There are a lot of fraudulent job listings

Unfortunately, social media job listings also include unscrupulous schemes designed to steal money and personal information from unsuspecting job seekers. Of course, you’re legitimate, but someone who has been burned by a fake listing may be less likely to respond to any online opportunities.

Social media can feed into your biases

Suppose you have an interesting candidate. You check out her TikTok and discover that she holds a certain opinion. Or, you look at his Instagram account and discover he spends his free time doing something you think is boring. It is easy to focus on someone’s flaws when you’re only viewing them through a social media lens.

Finding the right candidate can take a lot of work

When you post a listing on social media, you’re opening your inbox up to everyone. It takes time to sift through the potential candidates and weed out those who aren’t qualified or don’t match your company’s personality and priorities. Finding the right candidate on social media can lead to an inefficient recruiting process.

How can That’s Good HR give you the hiring advantage?

That’s Good HR uses a unique combination of social media recruiting and personal interviews to identify qualified candidates for your open position. We start each match by talking to employers to find out what’s important. Our recruiters also work with potential candidates to understand their qualifications and professional plans. With our vast talent pool, we can often locate qualified candidates in days. We also take on the task of picking the best of the best, allowing you to focus on the top matches.

Social media can be a recruiting tool, but That’s Good HR is your recruiting specialist. How can we give your company a hiring advantage? Let’s talk soon.


Understanding Generation Z in the Workplace

Understanding Generation Z in the Workplace
Greta Cline, CFO
Greta Cline
Partner, CFO/COO
May 18, 2023

They’re known as Generation Z, a designation for anyone born since 1997. As they enter the workforce, these youngest employees bring unique traits and talents that will reshape the business world. They currently account for about 13 percent of the workforce, but by the end of the decade they’ll make up a third of all employees. What do you need to know about hiring – and retaining – this generation?

Key Generation Z characteristics

As Generation Z enters the workplace, it’s important to know what’s important to them. Here are a few common defining characteristics we discovered in our research.

Money matters

They may have a reputation for being less materialistic than their parents and grandparents, but Generation Z still has money on their minds. Remember, this is a generation who grew up during the Great Recession. They may be carrying student debt. They worry that they’ll never achieve the American Dream of homeownership and financial security. They also believe they need more money than other generations to achieve financial security.

Generation Z is tech savvy

Generation Z didn’t have to be taught how to use smart phones and other emerging technology. They grew up with it, from the tablet designed to stimulate their toddler minds to the social media apps that their parents struggle to keep up with. They want to come to a workplace that is already outfitted with the latest technology. In fact, more than a quarter of Generation Z workers say outdated technology would affect their work performance.

They value inclusion

Generation Z is the most ethnically and racially diverse generation yet. They place a high importance on workplace inclusivity and the company’s commitment to diversity, equity, and inclusion. Many Generation Z employees actively seek a company whose values and culture reflect their own. A diverse workforce can seem more welcoming to a new employee who places a priority on such matters.

They like to work from home

This generation may have spent their last years of high school or college navigating the remote work model, thanks to pandemic shutdown. They understand remote technology and communicating via screens rather than in-person. They had a crash course in online collaboration and feel quite comfortable working remotely. Even so, a handful of them want to be with people at work. According to a study from, 17 percent of the Generation Z respondents preferred hybrid schedules, while 14 percent said they didn’t want to work remotely at all.

They are always open to new professional opportunities

That’s a nice way of saying this group isn’t afraid to switch jobs for something they perceive as better. They don’t worry about a reputation for job-hopping. Instead, they are prepared to move on to another workplace to achieve their professional goals.

Hiring and retaining the Generation Z employee

Generation Z has proven themselves to be adaptable and can take on different roles within the organization. Their ability to adapt to changing circumstances is an ideal trait in a crisis situation. However, they may be harder to retain, making onboarding and continued collaboration a priority for employers who need a stable workforce. Follow the suggestions below to welcome and maintain a Generation Z workforce.

Mentor Generation Z as needed

Generation Z is always on the lookout for new growth opportunities, either within or outside of your organization. By nurturing a collaborative culture in the workplace – whether on-site or remotely – companies can ensure that these newest workers feel comfortable asking questions and seeking out guidance.

Consider a remote or hybrid schedule

If your company can function with a remote or hybrid schedule, consider offering the option to your employees. Be careful, however, about isolating employees who are working from home. Plan regular communication through online meetings and occasional onsite gatherings.

Offer a competitive compensation package

Generation Z – like most of us – still focuses on the bottom line. Make sure your company salaries are in line with the local market, and consider other perks like paid time off, health and wellness benefits and mental health plans.

Working with Generation Z

Gen Z may be unfairly battling a stereotype of a poor work ethic and a reluctance to work as hard as their coworkers did in their 20s. Leave that stereotype at the office door. Gen Z employees – like all generations – tend to work better in a collaborative environment with coworkers who treat them as equals. There’s a lot you can learn from Gen Z, especially in a changing business environment that embraces new technology and standards.

Reach out to them

Even if you and your Gen Z colleagues are working a hybrid or remote schedule, remember that Gen Z is still looking for workplace connections. Use your company’s messaging system and onsite meetings to get to know each other.

Share resources

Gen Z experiences anxiety at almost double the levels reported by millennial and Gen X generations, and triple the levels of anxiety reported by Baby Boomers. Resist the urge to scoff at these statistics and instead be open to sharing company resources and coping skills that have worked in your experience.

Be open to learning from them.

Businesses flourish when they are open to change. Don’t discount new ideas from the newbies. In addition to being tech savvy, Gen Z’s ability to adapt may be invaluable during a crisis situation. That’s going to benefit everyone at work.

Today’s workforce continues to change and evolve. Fortunately, That’s Good HR takes pride in staying on top of the latest hiring trends and can help facilitate communications different generations. Let us help you meet your hiring and job search challenges.

Job Advice

Ghosting Your Interview or Job is Never OK – Here’s What to Do Instead

Ghosting a job
Mary Springer headshot
Mary Springer
February 23, 2023

You’ve heard about ghosting in romantic relationships, but did you know it happens in work settings as well? While most candidates and employers maintain a professional relationship throughout the interview and hiring process, some candidates and employees may opt to disappear, skipping out on interviews or no longer coming to work.

A 2021 study by Indeed indicated that 28% of job seekers had ghosted an employer either during the hiring process or once they were on the job. What may seem like a casual decision can have catastrophic consequences. One solitary instance of ghosting can haunt you indefinitely. Local employers are often connected through networking and professional relationships. Word gets around, and you don’t want to be the candidate who didn’t show up for an interview or simply quit coming to work one day.

Have you ever found yourself in a work situation where you don’t want to move forward? Read on for alternatives to ghosting and learn how you can communicate your concerns maturely and professionally.

During the interview process

When you answer a job listing advertisement, you’re moving forward with limited information. A short job description can sound promising, but once you talk to a recruiter you realize that you’re not necessarily a good fit for the role. It may be tempting to block the interviewer’s number and move on, but that can backfire.

Communicate your concerns. Transparency is an asset in the HR world. Even if the recruiter agrees that you’re not the right person for this position, you are keeping doors open. You simply don’t know if you’re going to run into this recruiter again, so don’t jeopardize a future connection with an amateur action.

Ask about flexibility. Does the salary seem too low for the position? Were you hoping for a hybrid schedule? It’s OK to convey your concerns early in the interview. If there’s flexibility within the company, you can start a conversation. If those salary numbers and job description are set in stone, you’re not wasting each other’s time, but you’re also ending the conversation on a high note.

Handle emergencies responsibly. Recruiters understand that unexpected things can happen. If something comes up that precludes a scheduled interview, let the recruiter know right away. However, let’s be frank. Not everything is an emergency. Having an attack of appendicitis and winding up at the hospital is an emergency. Getting an invitation to go out with friends at the same time you scheduled an interview is not. If you do encounter an emergency, send a quick note to the recruiter that reiterates your interest, explains the problem, and lists options for rescheduling.

Once you’re on the job

You’ve accepted the offer and started the new role. A couple weeks in, though, you realize it’s not what you were hoping for. You’re experiencing problems at home and feeling overwhelmed by life. It can be tempting to just quit showing up while you regroup and get your head together, but that is not only detrimental to your future, it is also disrupting the employer as well.

Share concerns with your immediate supervisor. Nobody wants to be known as a whiner at work. However, companies need to recognize what is and isn’t working for their employees. If your new job is asking for too many overtime shifts, find out if that’s a temporary issue during a busy time or if that’s how the work schedule is always going to go. Don’t make rash decisions blindly.

Leave graciously. If you’re unhappy with a job and don’t see anything changing, learn how to walk away without damaging your professional future. Offer a two-week notice and reinforce the message that you appreciate the time the employer has invested in you. Remember, the supervisor you’re thinking of ghosting today may wind up moving to a different company next month. Reputations matter.

Working with That’s Good HR

One of the benefits of working with a staffing agency like That’s Good HR is that you have a middleman, so to speak, who can advocate for you or help you with the difficult scenarios. Our temp-to-hire model allows parties to test the waters of a new job to ensure that it’s a good fit on both sides. Temporary positions have a specific start and end date, but they offer a valuable opportunity to become acquainted with a potential employer and make new professional connections. These short-term wins can lead to long-term employment.

Ghosting is never an effective professional solution. Learn how to keep your options open while you navigate challenging situations. At That’s Good HR, we’re committed to helping you find a job that meets your qualifications and needs. Let’s work together.


How Company Culture Affects Employee Retention

Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
June 15, 2022

Company culture is a vital part of any organization. Employers may recognize this, but they might not know just how much it can impact an employee’s experience. Recent research should help employers realize how improving company culture can reduce turnover, and in turn, increase profits. And That’s Good HR can help you with both hiring and employee retention as your positive company culture grows. 

The numbers on company culture

Founded in 1810, The Hartford is one of the oldest providers for insurance and benefits in the country. Their recent survey, called the “Future of Benefits Study,” found a major disconnect between employer and employee company culture and other workplace opinions. At 59%, a majority of U.S. workers said it would be easy to find a new job, and a third have either moved to a new company over the past year or plan to within the next 12 months. 

The top reason to leave a job according to those surveyed was, unsurprisingly, higher wages at 47%. However, the next highest reason was a better workplace culture at 33%. But on the other hand, only 14% of employers have recognized that company culture was a factor in an employee’s decision to leave their organization. 

Employer and employee disconnect

Another disconnect came in benefit packages, with 71% of employers saying “the benefits package they offer to their employees to be better than many of the packages offered by their competitors,” and only 55% of their workers agreeing. Additionally, 69% of employers believe that their employees feel job satisfaction, but less than the majority of workers agree at just 48%. And when it comes to work stress, 28% of employees described their company culture as stressful as compared to 11% of their employers. 

Finding the right culture fit

If there is such a big disconnect between what employers and employees think of company culture, how can we fix it? That’s Good HR recommends taking a look at your hiring and onboarding processes. As you work through interviewing and hiring candidates, look specifically for individuals who fit in well with your culture and their future coworkers. As Forbes suggests, that could also mean reevaluating and better aligning your existing culture with “the vision and goals of the company.”

When you conduct an interview for a new candidate at your organization, they aren’t just selling themselves to you, you’re selling the company to them too. Make sure to be knowledgeable on your company’s vision and culture in order to show candidates what type of team they would be joining. Do your research on each interviewee, and conduct your meeting to highlight what they are most likely to find appealing about your office. 

When problems arise

At That’s Good HR, our artful employee placements don’t just stop once a candidate has been hired. Whether your position is in human resources, administration, customer service, healthcare or accounting, we are expert problem-solvers when things go awry. And the beauty of our temporary and temp-to-hire placements is that both our employers and our candidates can test it out to make sure both the position and the company culture are the best fit for everyone involved. 

Are you ready to increase employee retention by improving company culture? Let That’s Good HR help! Contact us today at 317-469-4141 to learn more about what it’s like to partner with our staffing specialists for your next hiring process. 

HR Insights

Today’s Biggest Hiring Challenges: Q&A with Mary Springer

Mary Springer headshot
Mary Springer
May 3, 2022

With more than 20 years of experience matching qualified candidates with open positions around the Indianapolis area, That’s Good HR Founder and Partner Mary Springer has seen opportunities rise and fall with the economy and job market. It’s a job seeker’s market, and Mary sat down to chat about how employers can stand out and find qualified candidates amongst today’s biggest hiring challenges.

What are the biggest hiring challenges employers face right now?

Mary: The record low unemployment rate is the biggest challenge. Employers have fewer candidates for open positions, and many candidates receive more than one offer. After two years of non-traditional work schedules due to the pandemic, we have discovered that candidates want flexibility – they want remote options and autonomy over when they come into the office.

What happens if an employer cannot offer a remote option?

Mary: I’m honest with employers. If you are trying to fill an in-office position, you will have a limited number of candidates. I encourage employers to consider offering a flexible schedule if possible. I also suggest offering direct-hire positions, rather than temp-to-hire. Temp-to-hire has worked well in the past, but today’s candidates want the security of a direct-hire position.

What other factors influence a company’s ability to hire the best candidates?

Mary: The salary and benefits package are important. Candidates have more opportunities in today’s market, and inflation has cut into salaries’ overall value. We also encourage employers to respond quickly after an interview. Last week we sent a candidate to several interviews, and he had three offers soon afterward. If you’re moving too slowly, you’re going to lose good candidates.

What do you want to tell employers who are trying to find the best candidates?

Mary: Be flexible, pay a competitive salary and have a good onboarding program. You need to engage your employees to keep them. If you are going to ask them to come to the office, make it fun.

Are you struggling to fill open positions in your workplace? That’s Good HR is your staffing partner. We do the background work for you, reviewing resumes and matching your company with candidates who have the skills you require. Let us help you make your next workplace match by contacting us today at 317-469-4141.


Tips for Eliminating Hiring Barriers

Tiffany Moore headshot.
Tiffany Moore
VP, Client Partnerships
December 13, 2021

Many companies are in a crunch to hire employees in light of the COVID-19 pandemic and ensuing “Great Resignation.” But are you inadvertently passing over groups of willing job candidates because of barriers in your hiring process? That’s Good HR is here to help you with eliminating hiring barriers to find the best temporary, temp-to-hire or direct hire employees for your Indianapolis business. 

Minding the gap — the resume gap, that is

Say a candidate comes in for an interview, and their personality and skills are just the right fit, but they have a space of several months or years without employment on their resume. Would you pass them over based on that gap alone? 

The hiring process should not discard resumes with resume gaps. There are a number of acceptable and professional reasons someone may have a gap on their resume. Because of the issues facing us currently, it will be more common for candidates to have resume gaps. Removing any emphasis your hiring process places on consistent expertise versus cumulative will broaden your pool of potential candidates.

Eliminating barriers with an inclusive job posting

The beginning is a great place to start. Writing a job posting that resonates with the correct audience will lead to more applicants. For example, an entry-level position should not require multiple years of experience. Postings full of industry jargon may not be accessible for qualified candidates breaking into a new career field. Consider the traits and attributes that are most important to the position and focus on those, rather than the hard skills that may be easily teachable. 

You may also be unknowingly associating your job posting with a specific gender or other biases. Obviously, your posting should not use gendered phrases such as “He will perform specific tasks,” and you should also try to avoid gender-biased language such as the more masculine “competitive,” feminine-coded “interpersonal,” as well as phrases like “able-bodied” or “youthful” candidate. 

Working with our team on eliminating hiring barriers

These are just a couple of examples of barriers in the hiring process that lead to fewer applicants and hires. Reach out to discuss your current processes more in-depth. We can also manage the hiring process to find you the best candidate for your business. We are connecting with candidates in new and innovative ways every day.

If you are ready for us to take the burden of staffing off of your shoulders, contact us today online or at 317-469-4141!

HR Insights

5 Reasons to Choose That’s Good HR over Employment Websites

Madison Schacht headshot.
Madison Schacht
Manager of Talent Acquisition
May 13, 2021

Employment Websites: Yay or Nay?

When you’re looking for a new job (or seeking a new employee), many people’s first stop is an employment website like Indeed or Monster. And while this isn’t necessarily a bad approach, the personalized customer service that you’ll find at That’s Good HR will offer more solid job placements in the Indianapolis area that are mutually satisfying for job seekers and employers alike. Learn why working with That’s Good HR is refreshing, personal and trustworthy.

  1. You deserve more personal relationships. 

That’s Good HR was founded in 2000 out of a desire to do staffing better. We believe that our clients and our candidates deserve a more personal approach with our expert staffing specialists, as well as ethical methods for hiring and a real knowledge of the Indianapolis job market. For more than 20 years, our customer service has routinely blown expectations out of the water. 

And with a personal relationship comes true honesty. We know that staffing firms are not always known for integrity, but that’s all you’ll find at That’s Good HR with our refreshingly honest, refreshingly trustworthy team. If we don’t currently have a job that’s just the right fit your skill set, we’ll let you know. If a candidate isn’t the ideal fit for your company, we’ll tell you that, too. 

  1. Our services are free for job seekers. 

We partner with local Indianapolis companies that are seeking the cream of the crop in their employees. Since we work directly with employers to list their available positions, there is no fee or cost for candidates who are seeking new job opportunities. We also offer a wide range of free resources for job seekers, including interview etiquette reminders, resume templates and more. 

  1. We have something for nearly everyone. 

We offer placements with skill levels ranging from entry-level to management, and in a variety of fields including HR, administrative, customer service, healthcare and accounting. We always have an array of open positions listed on our website, so at any time, you could find your perfect job right here through That’s Good HR!

Our team offers not just direct-hire positions, but also temp and temp-to-hire options. Temp assignments can be great for people looking to earn a little extra cash or learn more about a new career field. Temp-to-hire positions are short-term assignments with the intent of being hired at the end date, which gives both you and your employer a natural time to assess whether the position is the best fit. 

  1. We’ll stick around even after you’re hired.

We know that it can be nerve-wracking to start a new job. So as the people you’ve formed a relationship with, our staffing specialists will stay in touch regularly to make sure that your new placement is going well. If a problem arises, we’ll help out with swift solutions that work for both you and your new employer. 

  1. We offer extra benefits and onboarding too! 

When we help match you with the right employer, we know you’re looking for more than just a new job. At That’s Good HR, we throw in all kinds of sweet perks like health insurance, holiday pay, referral bonuses, and even vacation pay. Even temp and temp-to-hire assignments can benefit from these surprisingly good packages, as well as a thorough onboarding to your new position. 

If you are ready to take the next step in seeking employment through That’s Good HR, contact us today 317-469-4141 or reach out online. We can’t wait to find the best fit for your unique skills and talents!


Don’t Get Spooked…The Why Behind Ghosting

Mary Springer headshot
Mary Springer
October 10, 2019

It is said that time heals all wounds but ghosting still hurts no matter how long it has been.  Ghosting is not a new phenomenon, it has been around for decades and still leaves a sting. Why does ghosting hurt so much? Psychology Today points out that being rejected stimulates the same receptors as physical pain. Being “stood up” or ghosted makes a person question not only the other person, but also themselves.

So…why do people ghost and simply not show up without an explanation? It is a technique to avoid confrontation or seemly uncomfortable situations.  In addition, when people ghost they are thinking more about themselves and their situation than the other person.  This often happens when a person is job searching, especially in a tight job market with a qualified candidate.

Electronic forms of communication such as email, texting and even social media, has made ghosting even easier.  It is possible that a candidate’s interaction with a company has only been through email, which makes it easier for the person to ghost. One of the ways that TGHR can help is through our time-tested candidate screening process.  We meet in person with all the candidates that we present to you, which helps create that personal connection.

Do things still come up? Of course, but you do not need to be spooked – it is our problem, not yours.  We shoulder the responsibility so you can save your scares for Halloween. We will not ghost you – 20 years of staffing Indianapolis proves it!

Job Advice

Can You Ever Recover from a “NCNS” Situation?

Amber Crosby
October 6, 2019

Our #1 priority at That’s Good HR is finding great candidates for great clients.  It’s what we do every day and we do it because we know we can help people.  That assistance includes helping people avoid one of the biggest mistakes that can be made.  That mistake is getting labeled as a “NCNS”.

The term “no call, no show” (NCNS) is attributed to a person that doesn’t show up to an assigned place or time.  This could be for a day of work or for an interview.  It is deemed as highly unprofessional and often can have repercussions beyond just that one day. This situation should be avoided at all costs but ghosting becomes more prevalent in a tight job market. If you find yourself in a seemingly impossible situation that will result in a no show, you need to make every attempt to communicate to your manager or hiring manager and recruiter.  In this situation, over-communication is best – call, email AND text (yes, all three).  Your job – either keeping one or getting one – is your priority and TGHR can help you manage that priority.

Is it possible to recover from a no call, no show situation?  Yes, but it is extremely difficult.  First, you need to have a valid reason for your manager or the hiring manager.  This needs to be true and monumental, like an unfortunate death in the family.  But stick with the truth, fabricating an excuse will make the situation worse down the line.

Next, you’ll want to apologize to any coworkers if you are currently working.  Your absence likely impacted them, and an apology would begin to repair broken trust. If you are currently working, you need to know the applicable policies that are in place.  Is there a no tolerance policy? What are your company’s repercussions?  Knowing the policy will help you understand the consequences you will inevitably be faced with.

Finally, don’t forget to communicate with your recruiter.  They need to be made aware of the situation as soon as possible.  The same courtesies need to be extended and a valid reason needs to be shared.  TGHR recruiters are experts in staffing and experts in knowing when something does not add up, so be forthcoming as an attempt to salvage the relationship.

Bottom line – it’s best to avoid this situation altogether.  If there are extenuating circumstances, relationships with your manager, hiring manager, co-workers or recruiters may be able to be salvaged, but do you really want to take that risk?


How to Get a Job Quickly After Graduation

Amber Crosby
May 9, 2019

Seven out of 10 college seniors will graduate with approximately $30,000 in student loans according to recent data from the Institute for College Access & Success. Even with this debt, college graduates and their families think college is a worthwhile investment – 90 percent of families think that according to lender Sallie May.

At That’s Good HR, we agree education is a solid investment, but Americans are now burdened more by college loans then credit card or auto debt.  In addition, 1 in 3 graduates said their school loans prevented or delayed them from buying a home. Some innovative employers are even letting their employees trade vacation days in exchange for payment on their student loans since this type of debt impacts so many employees.

Graduates may be saddled with debt, but their job prospects are plentiful – which is good news.  This year, employers plan to hire nearly 11 percent more graduates from the class of 2019 than they did from the class of 2018. But with student loans and a fast-moving job market, it’s more important than ever to get into a job quickly.

Often, upon graduation students are still thinking about what type of office environment would be the right fit for them.  A temporary assignment in a chosen degree field allows prospective employees to assimilate into the workforce quickly and learn what type of office setting works best.  Temporary assignments can last from a few days to months, allowing recent grads to rack up experience while finding their way.  Entry-level customer service positions, human resources positions, accounting positions or admin roles are perfect for new graduates. A third of the time, we see temporary assignments turn into full-time positions. If the assignment ends, there is no need to worry, we can place hard-working candidates in another role quickly and seamlessly.

We would love to hear about your college experience and get you to work quickly to repay those loans! Reach out and we will let you know your options to get your career started. See all our open positions on our job board and apply today!